Leglisation now compels employers to refer grievance procedures in their statement of terms and conditions. They must also grant employees the right of accompaniment to certain hearings. This text tackles the best ways of coping with these crucial legal constraints. The author argues that the answer to this issue should go well beyond mere compliance, and discusses how good employers have always known that, by allowing staff to raise concerns, they get a chance to put things right or explain why they cannot. Therefore the result is invariably a more trusting, satisfied and motivated workforce.
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Why do we need a formal procedure?
What rights and duties does the law provide?
What should a grievance procedure contain?
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ACAS Code advice Alternative Dispute Resolution Appendix appropriate arbitration breach of contract Chapter Chartered Institute Chase Farm Hospitals CIPD clauses Code of Practice collective grievances complaint concerns conciliation consider constructive dismissal contract of employment Data Protection Act deal with grievances decision Disciplinary and Grievance Dispute Resolution disputes procedure employee relations employee's Employment Rights employment tribunal ensure example existing arrangements external facilitators five working days formal grievance further griev grievance hearings grievance interview grievance or dispute grievance proce grievance procedure guidance handling grievances harassment immediate manager implied term individual grievance industrial action informal discussions Institute of Personnel intranet investigations Ipswich Borough Council ISBN issues line manager Management representative managing director matter meeting natural justice Note notification of grievance Personnel and Development possible Practice on Disciplinary Publicise raise a grievance relevant request resolve right of accompaniment role senior manager skills solutions stage statutory trade union whistleblowing workplace